Knowledge Training versus Process Training: The Effects of Training Protocol on Team Coordination and Performance

2007 ◽  
Vol 51 (4) ◽  
pp. 382-386 ◽  
Author(s):  
Jamie C. Gorman ◽  
Nancy J. Cooke ◽  
Jennifer L. Winner ◽  
Jasmine L. Duran ◽  
Harry K. Pedersen ◽  
...  
Keyword(s):  
Team Performance ◽  
Team Coordination ◽  
Knowledge Based ◽  
Cross Training ◽  
High Workload ◽  
Coordination Process ◽  
Aerial Vehicle ◽  
Qualitative Nature ◽  
And Performance ◽  
Training Protocol

Three-person teams controlling a simulated unmanned aerial vehicle underwent different training regimes in order to assess the effect of process-based and knowledge-based training on team coordination and performance. Coordination and performance were assessed during training and eight to eleven weeks after training. Process training consisted of either enforcing a rigid coordination process or forcing teams to coordinate in different ways through the introduction of perturbations. Knowledge training consisted of cross-training teams on each others roles. Results indicate that process training had a significant effect on team coordination. In addition, the qualitative nature of coordination flexibility changed from training to retention for process versus knowledge trained teams, with process teams behaving flexibly at retention. Perturbation process training led to significantly higher team performance under high workload. Rigid process training lead to significantly lower performance in one of the retention missions.

Knowledge training versus process training: The effects of training protocol on team coordination and performance

2007 ◽  
Author(s):  
Jamie C. Gorman ◽  
Nancy J. Cooke ◽  
Jennifer L. Winner ◽  
Jasmine L. Duran ◽  
Harry K. Pedersen ◽  
...  
Keyword(s):  
Team Coordination ◽  
And Performance ◽  
Training Protocol

Development of Team Coordination and Performance Measures in a Trauma Setting

2007 ◽  
Vol 51 (11) ◽  
pp. 717-721 ◽  
Author(s):  
Stuart Marshall ◽  
Anne Miller ◽  
Yan Xiao
Keyword(s):  
Team Performance ◽  
Decision Support Tool ◽  
Stage Model ◽  
Trauma Resuscitation ◽  
Team Coordination ◽  
Support Tool ◽  
University Of Maryland ◽  
Performance Metric ◽  
And Performance ◽  
The University

The paucity of reliable measures of team coordination and performance significantly obstructs the assessment of the effects of any technology on teams to improve decision making in health care. A pilot study was conducted to determine if measures of coordination and performance could be developed for teams involved in trauma resuscitation. A video assisted review of cases enabled evaluation of the use of the tools. Descriptors of coordination were derived from Klein's five-stage model of team coordination. A scoring system of team performance was developed from the University of Maryland Team Observable Performance Metric (UMTOP). After some modification both coordination and performance could be described. However, four defined stages of resuscitation were observed which greatly improved coding. More rigorous assessments of these tools will be required before firm conclusions can be drawn about the effects of a decision support tool recently introduced into the environment.

The Contingent Effect of Team Composition on the Performance of Entrepreneurial Teams

2019 ◽  
pp. 654-680
Author(s):  
Serghei Musaji ◽  
Julio De Castro
Keyword(s):  
Future Research ◽  
Team Composition ◽  
Team Members ◽  
Team Diversity ◽  
Entrepreneurial Teams ◽  
Knowledge Based ◽  
Fertile Ground ◽  
Active Debate ◽  
And Performance ◽  
The Relationship

Despite the continuous interest in studying entrepreneurial teams, the relationship between team composition and, particularly, team diversity and performance remains fertile ground for active debate. Taking roots in the knowledge-based view and organizational learning literatures, this chapter argues that performance in entrepreneurial teams is contingent on (a) the overlap between team members’ knowledge/competences and the content of the performed tasks, (b) the duplication of the team members’ knowledge in the areas with that content, (c) the nature of tasks (exploration or exploitation), (d) the team’s flexibility to adapt to changes in the content and nature of those tasks, and (e) the rate of environmental change. Because an important source of ambiguity in the understanding of how team diversity and performance are linked ties to issues of how team diversity is conceptualized and operationalized, the chapter also proposes a new way of looking at diversity in future research.

Team Learning Behaviors and Performance: A Meta-Analysis of Direct Effects and Moderators

2021 ◽  
pp. 105960112110169
Author(s):  
Christopher W. Wiese ◽  
C. Shawn Burke ◽  
Yichen Tang ◽  
Claudia Hernandez ◽  
Ryan Howell
Keyword(s):  
Team Performance ◽  
Team Learning ◽  
Task Complexity ◽  
Meta Analysis ◽  
Sample Type ◽  
Learning Behaviors ◽  
Learning Teams ◽  
And Performance ◽  
The Relationship ◽  
Team Familiarity

Under what conditions do team learning behaviors best predict team performance? The current meta-analytic efforts synthesize results from 113 effect sizes and 7758 teams to investigate how different conceptualizations (fundamental, intrateam, and interteam), team characteristics (team size and team familiarity), task characteristics (interdependence, complexity, and type), and methodological characteristics (students vs. nonstudents and measurement choice) affect the relationship between team learning behaviors and team performance. Our results suggest that while different conceptualizations of team learning behaviors independently predict performance, only intrateam learning behaviors uniquely predict performance. A more in-depth investigation into the moderating conditions contradicts the familiar adage of “it depends.” The strength of the relationship between intrateam learning behaviors and team performance did not depend on team familiarity, task complexity, or sample type. However, our results suggested this relationship was stronger in larger teams, teams with moderate task interdependence, teams performing project/action tasks, and studies that use measures that capture a wider breadth of the team learning behavior construct space. These efforts suggest that common boundary conditions do not moderate this relationship. Scholars can leverage these results to develop more comprehensive theories addressing the different conceptualizations of team learning behaviors as well as providing clarity on the scenarios where team learning behaviors are most needed. Further, practitioners can use our results to develop more guided team-based policies that can overcome some of the challenges of forming and developing learning teams.

Leader–follower narcissism and subgroup formation in teams: a conceptual model

2019 ◽  
Vol 34 (6) ◽  
pp. 429-442 ◽  
Author(s):  
Manuel London
Keyword(s):  
Team Performance ◽  
Team Identification ◽  
Goal Congruence ◽  
Content Type ◽  
Team Outcomes ◽  
Performance Pressure ◽  
Proposed Model ◽  
Leaders And Followers ◽  
Trait Activation ◽  
And Performance

Purpose Drawing on existing theory, a model is developed to illustrate how the interaction between leaders and followers similarity in narcissism and goal congruence may influence subgroup formation in teams, and how this interaction influences team identification and team performance. Design/methodology/approach The proposed model draws on dominance complementary, similarity attraction, faultline formation and trait activation theories. Findings Leader–follower similarity in narcissism and goal congruence may stimulate subgroup formation, possibly resulting in conformers, conspirators, outsiders and victims, especially when performance pressure on a team is high. Followers who are low in narcissism and share goals with a leader who is narcissistic are likely to become conformers. Followers who are high in narcissism and share goals with a narcissistic leader are likely to become confederates. Followers who do not share goals with a narcissistic leader will be treated by the leader and other members as outsiders if they are high in narcissism, and victimized if they are low in narcissism. In addition, the emergence of these subgroups leads to reduced team identification and lower team performance. Practical implications Higher level managers, coaches and human resource professions can assess and, if necessary, counteract low team identification and performance resulting from the narcissistic personality characteristics of leaders and followers. Originality/value The model addresses how and under what conditions narcissistic leaders and followers may influence subgroup formation and team outcomes.

scholarly journals Microcontroller Based Flexible Modulation Scheme of MLI Operation for Selective Lower Levels: A Knowledge Based Approach

2016 ◽  
Vol 2016 ◽  
pp. 1-11
Author(s):  
R. K. Dhatrak ◽  
R. K. Nema ◽  
D. M. Deshpande
Keyword(s):  
Pulse Generation ◽  
Multilevel Inverter ◽  
Experimental Results ◽  
Modulation Scheme ◽  
Inductive Load ◽  
Medium Voltage ◽  
Knowledge Based ◽  
Common Mode Voltage ◽  
Power Modules ◽  
And Performance

In today’s industrial world multilevel inverter (MLI) got a significant importance in medium voltage application and also a very potential topic for researchers. It is experienced that studying and comparing results of multilevel inverter (MLI) at distinct levels are a costlier and time consuming issue for any researcher if he fabricate different inverters for each level, as designing power modules simultaneously for different level is a cumbersome task. In this paper a flexible quotient has been proposed to recognize possible conversion of available MLI to few lower level inverters by appropriately changing microcontroller programming. This is an attempt to obtain such change in levels through simulation using MATLAB Simulink on inductive load which may also be applied to induction motor. Experimental results of pulse generation using dsPIC33EP256MC202 demonstrate the feasibility of proposed scheme. Proposed flexible quotient successfully demonstrates that a five-level inverter may be operated as three and two levels also. The paper focuses on odd levels only as common mode voltage (CMV) can be reduced to zero and performance of drives is better than even level. Simulated and experimental results are given in paper.

Geometric Reasoning Based on Graph Grammar Parsing

1994 ◽  
Vol 116 (3) ◽  
pp. 763-769 ◽  
Author(s):  
Z. Fu ◽  
A. de Pennington
Keyword(s):  
Intelligent Design ◽  
Feature Recognition ◽  
Geometric Reasoning ◽  
Geometric Constraints ◽  
Graph Grammar ◽  
Feature Interaction ◽  
Knowledge Based ◽  
Feature Based ◽  
Feature Information ◽  
And Performance

It has been recognized that future intelligent design support environments need to reason about the geometry of products and to evaluate product functionality and performance against given constraints. A first step towards this goal is to provide a more robust information model which directly relates to design functionality or manufacturing characteristics, on which reasoning can be carried out. This has motivated research on feature-based modelling and reasoning. In this paper, an approach is presented to geometric reasoning based on graph grammar parsing. Our approach is presented to geometric reasoning based on graph grammar parsing. Our work combines methodologies from both design by features and feature recognition. A graph grammar is used to represent and manipulate features and geometric constraints. Geometric constraints are used within symbolical definitions of features constraints. Geometric constraints are used within symbolical definitions of features and also to define relative position and orientation of features. The graph grammar parsing is incorporated with knowledge-based inference to derive feature information and propagate constraints. This approach can be used for the transformation of feature information and to deal with feature interaction.

Sign in / Sign up

Export Citation Format

Share Document